Human resources

"We already have a performance appraisal system – why do we need the Let’s get real framework on top of that?"

"How will I use the Real Skills as part of current human resources processes?"

Let’s get real is not intended to replace your organisation’s human resources system. It is intended to complement and integrate with existing performance management, recruitment and orientation systems.

Let’s get real was intentionally designed to be flexible enough to be used as part of day to day practice, as part of regular supervision meetings or peer supervision sessions, and as part of a performance appraisal. Health Practitioner Competency Assurance Act portfolio and competence requirements can be used to demonstrate how you are practicing in terms of the Real Skills.

To assist with bringing Let’s get real into organisations’ human resources, we have developed a human resources tool in collaboration with the sector. Rather than ‘reinventing the wheel’, this tool is designed to help organisations with existing human resources systems and processes identify how to bring Let’s get real into these. In recognition that there is large variation in human resource capability among mental health and addiction organisations and teams, the human resources tool also has comprehensive templates that can be downloaded and adapted for immediate use.

"Will Let’s get real be linked to pay?"

It has the potential to be, but pay arrangements aren't part of the Let’s get real framework. Pay arrangements and performance appraisals remain a matter for employers to discuss and negotiate with their employees.

Page last updated: 27 January 2010